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Impact of Globalization on Human Resource Management
Impact of Globalization on Human Resource ManagementBhushan Kapoor, Professor and Chair, Information Systems & Decision Sciences, Cal State University...
Impact of Globalization on Human Resource Management
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The Effect of the External Environment on Work in Australia
This essay considers how changes in the external environment of organisations have altered the world of work. Australia is currently experiencing a period of economic growth. But some new challenges have appeared. Australian organisations are facing skill shortages and an aging workforce. This shortage has been addressed by introduction of new technology in workplaces and influx of immigration workers. Organisations in Australia, similar to those in other developed economies, are also struggling with changing workforce demographics, changing nature of work, incorporating and utilizing the rapid advances in technology, and addressing globalisation-related challenges such as increased competitive pressures, outsourcing and off-shoring, and a global workforce that places higher importance on cross-cultural issues and skills.
Human Resource Management involves the productive use of people in an organisation to collectively achieve the organisation's strategic business objectives. Human resource management also involves employer employee relationship and the satisfaction of the individual employer needs (Stone 2006, p. 4). It is an essential function of an organisation. It has become more prominent in recent years as organisations have to improve their productivity and international competitiveness. In modern times, no organisation can afford to rest on their laurels; to be competitive in the global marketplace, organisations need to rethink their strategies towards human resources.
A human resource manager must consider the nature of external and internal environmental influences before electing a particular course of action. Internal environmental influences invol...
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...anisations: Identifying Trends and Changes', Australian Journal of Management & Organisational Behaviour, vol. 2, no. 2, pp. 19-29.
Murray, P. & Syed, J 2005, 'Critical Issues in Managing Age Diversity in Australia', Asia Pacific Journal of Human Resources, vol. 43, no. 2, pp. 210224.
Ojlsson, I 2005, Smarter Faster Better', HR Monthly, July, pp. 24-29
Patrickson, M & Ranzijn, R 2005, Workforce Ageing: The Challenges for 21 Century Management', International Journal of Organisational Behaviour, vol. 10, no. 4, pp. 729-739
Pocock, B 2005, 'Work-life Balance' in Australia: Limited Progress, Dim Prospects'', Asia Pacific Journal of Human Resources, vol. 43, no. 2, pp. 198209.
Rance, C 2005, Lost in Translation', HR Monthly, March, pp. 22-28.
Stone, R J 2006, Managing Human Resources, John Wiley & Sons Australia Ltd, Queensland.
Over the past decades, casual employment in Australia has become a phenomenon of great concern. With the soaring numbers of casual employment, the debates about the benefits and drawbacks of causal employment have become fiercer. Casualization is a very important form of employment in Australia, which has been protected by workplace law. The majority of casual labor force constantly contact with their potential employers to apply job and confirm the arrangement of working time from month to month, or even week to week. In term of wages, causal workers cannot get paid for the annual holiday leave. However, they can receive more paid than the full-time workers for the same working hours. In this essay, how casual employment is defined in Australia and casual employment trend in recent years will be introduced. This article will critically discuss the benefits and harms for both employees and employers in terms of growing casual employment in Australia.
Stossel and Mastropolo’s thesis did not come until at the middle of the article when they talked about how Murray Schwartz is convinced “that older people can do the job just as well as younger people and believes that employment age discrimination laws are a crucial protection for older workers” (paragraph 11). With this issue, there are two sides of argument in this article: one is from the corporate as to why it is a necessity to fire people when they come of age, and the second one is from the workers being affected at this age discrimination. There are several people applying for jobs these days and a company attempts to fill that job with the best qualified person. If a per...
(Bendick, Brown & Wall, 1999). A new awareness of older workers has emerged as retiring
Human Resource Management (HRM) is the administration and control of employees. Its purpose is to ensure that the workers and the employer cultivate a valuable relationship. As a result, the company will record an exceptional performance particularly with regard to employee productivity (Paauwe, 2004). Further, the workers will benefit in terms of job satisfaction and self-development (Paauwe, 2004). Some of the activities involved in managing workers include selection and recruitment, training, development, motivation, and appraisal (Sharma, 2009). This paper aims to analyse the role of human resource management in organisations and its linkage to the wider organizational strategy using Tesco and Harrods as illustrations.
The older you become, the more discrimination and ageism you bear to face. When looking at results from call backs from job applications, it does not matter if jobs are sales, administration, janitors or security positions, the rates of call backs for an older person are significantly less positive than that of a younger person. (See Appendix B) It is not a matter of an older person losing their skills at a job more as discrimination as to the reason why the elderly have a longer time span of unemployment. Matthews, S. (2015) Workplace ageism is one of the more blatant forms of ageism besides stereotypes because it is so often referred to. “Age Discrimination in Employment Act (ADEA) as of 1967 makes it unlawful for organization with 20 or more employers to base employment decisions, like pay, benefits, and promotions on a person’s age”. (study.com) Even though it may be illegal, it is still commonly found in court rooms to this day. Employers may send subtle or clear messages to older workers to pick up in which they are not wanted. Examples of ageism in the workplace are as follows, when older adult workers are passed over for career opportunities, promotions and training. (See Appendix C) Also when employers, committees and lunch n’ learns focus their attention to the needs of younger employees. Worldwide, M. (2016). During an interview process for a job, elderly ageism as discrimination may come up when questions such as “ ‘Are you sure you can handle this job? It takes a lot of energy and enthusiasm, and we are looking for someone with career potential’ ‘you don’t need this training program. At your age, what would the benefit be?’” Printer, Q., & Ontario.
The idea of the globalisation of Australian businesses, the process where businesses develop themselves internationally is one of the main issues in our current society. The concept of globalisation has occurred due to many factors, such as reduced trade barriers, a reduction in tariffs and quotas, new developments in technology and also new innovations in transportation technology. These factors that have caused globalisation can result in many consequences, both positive and negative. These consequences are free trade caused by a reduction in tariffs and environmental costs such as pollution caused by factories and greenhouse gasses causing global warming.
The story is said to be largely based on the authors life since she grew up with these types of circumstances. Archer to the reader seems to be in control of everything in his life but this is not true it seems that he was the most naïve character in the whole story despite being the narrator of it. He never realized that May knew for most of the book that his feelings lay with her cousin instead of her. It isn’t until his son Dallas tells him that on her death bed she confessed to knowing all about Archers sacrifice. Although his views are different and more open he still believed that if he were to have an affair with Olenska it would have been accepted showing that he was never realistic in this sense.
The issue at hand constitutes that companies are not willing to look beyond their aging workforce, choosing instead to push them out of the technological loop rather than attempting to incorporate them as valuable assets. "There is enough research that says older workers are dependable, they can change, they can learn. What we haven' t come to grips with is that research and management practice are not always related" (Capowski, 1994, p. 10).
Obtaining a job that will be flexible enough for someone to still live an outside life can be challenging. It is important to some to have the ability to be able to choose their work schedule. In fact, a study showed that “. . . one-third of wage and salary workers have flexible schedules. . .”, which means that an employee’s work shift could change daily (McMenamin, 2007, p. 3). For example, most fast food employment has the ability to grant a more flexible schedule for the employees. Some employees enjoy the work flexibility schedule, which allows the employees, with the assistance of a good manager to create a schedule that benefits both parties. However, a flexible schedule most often benefits the organization more than the employee (2007, p.3). For instance, if you worked for a fast food chain, an employee would not want to work from 10 in the morning until 11 at night. Flexible schedules allow for them to keep long hours available to the public, while still being able to keep the employees content with their work
Daft, R.L. and Marcic, D. (2013) Management: The New Work Place, International, 8th edition Canada South- Western Cengage Learning.
Sullivan, S., and Duplaga, E. “Recruiting and Retaining Older Workers for the New Millennium.” Business Horizons 40, no. 6 (November-December 1997): 65-69.
Human resources management is getting more important nowadays as it helps company to accomplish their target, and achieve sustainability and competitive advantage. According to many researchers, most of the successful companies in 21 century are the one who focused on the development of integrated human resource system. Human Resource Management focuses on personnel related areas such as job design, resource planning, performance management system, recruitment, selection, compensations and employee relations (Marquardt 2004, p.2).
Age discrimination is one of the most talked about and most relevant issue in the workplace today. We see that age discrimination can happen to anyone at any level of society. There are laws protecting some but others are left defenseless. The laws that try to protect workers from discrimination have been helpful for some but many still have a hard time proving they have been wronged. Firms know the laws surrounding age discrimination and they will take the necessary steps to avoid a lawsuit. With firms and employees both wanting what is best for themselves, tensions arise between the two.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Barnett argues that if one employer adopts policies which may help its employees to balance work and life, the benefit of those accrue not only to that employee but indirectly, also to the spouse of the employee. This is because; the employee will have to make lesser adjustments with respect to home. Thus, every employer would benefits if all employers institute effective work life policies that support dual earner couples.